The 5 main challenges for the HR area in 2018

Retos RH 2018
According to a survey conducted among Human Resources (HR) leaders, during the Society for Human Resource Management’s (SHRM) Annual World Congress of 2018, the following key information was obtained:

1. Commitment of employees

  • HR professionals identified it as the #1 problem to be addressed.
  • One of the challenges is to involve high-performance employees with multiple age generations and keep them motivated, in order to retain them.
  • The HR area of a company must add value to the work of employees by offering them learning opportunities, asking for their comments, as well as giving them frequent and personalized acknowledgment.

2. Addition of new talent

  • Employers are increasingly recruiting new personnel through social networks. Therefore, the development of the employer’s brand is essential.
  • The HR area must effectively transmit the company’s values to employees, through professional development opportunities or performance-based pay incentives.

3. Effective leadership

  • The company’s HR area must learn about the company’s financial situation and how operation expenses, labor and training costs, and benefits affect the final result.
  • Understanding how the company generates profit and how other areas of the organization actually operate, can be very beneficial in the short and long terms.

4. Communication

  • The HR department must keep some information as confidential and only share what is authorized. It should also actively listen when employees express their concerns.
  • Regarding communication with executives, it is convenient to use data and facts to support a work post. For example, if a HR professional wants to offer new benefits to some executives, he should explain why. For example, explain what is expected of a candidate for a job, or ask if the competitors are getting similar benefits.

5. Relationship management at work

  • Asking employees for their opinion is a good way to manage labour relationships. Employers must conduct initial, intermediate and final interviews with the employees to see how they feel at each stage of the professional relationship. Likewise, they must carry out several meetings, organize focus groups, and create committees.

HR must be prepared to do something with the information collected form these interviews and encourage workers to offer solutions to the problems that arise at their workplace.